Human Resources Policy

Atılım University Human Resources Policy

The Atılım University Human Resources Policy aims to provide a common ground for the values ​​of the University, and the skills and competencies of its employees through various studies; to evaluate, select, and train candidates for employment by providing equal opportunities to everyone as per the contemporary criteria set forth by the University, and to manage the processes under its responsibility in accordance with the mission, vision, and values ​​of the University. All employees of Atılım University, as well as all members of its Quality Commission are obliged to execute this policy. The execution and the sustainability of this policy is ensured by the Board of Trustees, the Presidency, the Quality Commission, and the Directorate of Human Resources of the University.

2. Purpose

The purpose of the Atılım University Human Resources Policy is to establish a human resources structure in compliance with legal regulations, and align human resources practices with the vision, the mission, and the strategic goals of the University. In addition, the policy aims to build upon the success of the employees, and the institution itself, by attracting qualified human resources to the University, increasing employee satisfaction and motivation, supporting their training and development, and disseminating the institutional culture, ethics, and values.

3. Mutual Expectation

Atılım University expects its employees to exhibit the following:

• Responsibility and initiative
• Teamwork skills
• Flexibility and adaptability

In addition, the employees of the University have certain expectations regarding the University as a part of the higher education ecosystem. The University meets the expectations in question to attract and retain skilled, and interested employees. The employees expect the University to exhibit the following:

• Clearly defined roles and responsibilities,
• A safe working environment,
• A fair payment in return for their efforts,
• To be welcomed with trust, interest, and sincerity,
• Good cooperation and morale support,
• A physically and socially preferable working environment,
• Access to education and development opportunities while working,
• Respect to equal rights in all aspects and activities of the University.

4. Management Principles

The University is governed by a spirit of vision, mission, and strategic planning, where all employees may actively participate in management and decisions based on their abilities, and the nature of their positions. The aim is to implement good and contemporary management principles, foster a positive attitude towards all employees, and ensure an effective flow of information.

The administrative units of the University should communicate with employees on matters relevant to their areas of the higher education ecosystem, and strive to achieve as comprehensive a consensus as possible. The decision-making authority and responsibilities of managers towards employees are clearly-defined, and open to employees. Managers strive to set goals and ensure employee progress both professionally, and personally.

5. Information, Communication, and Interaction

All general information about University policies and operations must be accessible and understandable to employees at all times. Managers should organize informational meetings or use other means to inform employees on matters directly related to their work.

At Atılım University, information, communication, and interaction constitute the basis of healthy functioning, productive work, and a strong corporate culture. Accurate and timely information is shared with employees through effective communication channels, while interaction ensures active employee participation and collaboration. In this context, the University supports both increased productivity and employee satisfaction by integrating digital information systems, organizing regular meetings, seminars/ training sessions, feedback mechanisms (surveys, suggestions, etc.), as well as social and cultural events.

6. Equal Rights

Atılım University operates with the principle of equality in mind in every aspect of its operations; striving to foster an environment of trust, and to ensure the institutional reputation and continuity. Human Resources is committed to ensuring the maintenance of institutional justice and to preventing discrimination among employees or prospective employees based on gender, age, ethnicity, belief, disability, language, political views, or social status.

7. Employment and Career

The recruitment process for the vacant positions at Atılım University is managed to involve individuals with the competencies to adapt to the university culture. Working conditions are created to ensure the sustainability of the roles of experienced and qualified employees within the University, to support their career development, and to increase their motivation.

7.1. Personnel Requirements

All decisions regarding the hiring of new employees are carefully considered and supported through long-term staffing requirements plans, and coherent justifications. The purpose of the position must be clearly defined before relevant postings are published. A job description is available for all open positions. When an employee has their employment terminated, the job description is reviewed, and the possibility of rehiring for the position is evaluated.

7.2. Job Postings

The University generally views job postings as an important means of announcing open positions. University regulations permit waiving the obligation to advertise open positions only in special circumstances. The goal of the University is to exercise caution and to consider equal rights issues when announcing vacancies. During the administrative recruitment process, employment portals (İş-Kur, Kariyer.net, LinkedIn) are used to disseminate job postings to a wider audience, and ensure a more objective search process.

7.3. Employment

The hiring decision for a position is justified and based on an objective perspective. Recruitments are typically initially trial-based, with a two-month trial period. This period allows both parties to assess whether the position is suitable for the employee. Priority should be given to making good use of the trial period by putting it to good use on the job.

When hiring for a position requiring a qualifications assessment, equal opportunities are sought among applicants, applications are evaluated consistently, and no discrimination is made based on gender or any other factor.

7.4. Admission and Training of New Hires

The University intends to ensure that new employees feel welcome and comfortable in their positions from the start. New employees receive training on the general operations of the University and the aspects of its operations that directly affect their positions. They are also informed of their rights and responsibilities. The Director or Coordinator of the relevant administrative unit is responsible for the new employees receiving this instruction. The Director of Human Resources may provide information and support to both national and international personnel in this regard.

Additionally, new administrative personnel at Atılım University undergo an orientation program with the aim to accelerate their integration into the job and familiarize them with the values, general operations, and the history of the University. The director of the unit/ department of their employment, as well as Human Resources are responsible for ensuring the proper implementation and effectiveness of the program in question.

7.5. Professional Development

The University prioritizes providing robust in-service training for all employees, maintaining and developing these training efforts through continuing education programs. Because of its unique position in terms of research and advanced training, and as part of the international academic community, the University allows employees to collaborate with colleagues both domestically and internationally, through conferences and business trips. However, these events and trips must be for their intended purpose, with the understanding that these activities are to benefit the employees.

Sabbatical and study leave decisions are not determined solely by the financial situation of each unit; the University allocates funds to cover the costs of these leaves. Employees should strive to adapt to the ever-changing demands of their positions, such as professional and technical development. They must be prepared for new and changing roles, as well. The University accepts requests from employees to transfer to different positions whenever possible.

Additionally, Atılım University places great importance on providing, maintaining, and developing in-service training for all employees. Informational announcements are made regarding the training requirements and obligations of employees. Furthermore, technical and competency training required based on surveys is organized with internal or external trainers, and relevant training records are maintained. Each department has its own training budget. Support is provided in every aspect for internal or external vocational training programs for units that do not have a training budget, or when a request is conveyed to Human Resources. In order to ensure the sustainability of the duties of experienced and qualified employees within the University, to support the career development of our employees, to increase their motivation, to make the operations of the units more effective and to ensure workforce stability, reorganization studies are undertaken. Working conditions are created based on a rotation system, and/ or additional assignments. Promotion, reward, and incentive programs are implemented as part of these efforts.

7.6. Evaluation Meetings

Regular evaluation meetings are a constructive forum for discussion between employees and managers. The purpose of these meetings is to promote employee well-being, quality assurance measures, and improved results, as well as to ensure the two-way communication of information. These meetings are designed to facilitate the achievement of established goals by employees and managers, increase their understanding of these goals and their respective responsibilities, and build mutual trust. Evaluation meetings should be carefully planned and conducted to ensure traceability, ensure well-thought-out solutions, and maintain confidentiality throughout the process.

Evaluation meetings are interviews conducted at Atılım University to evaluate employee performance, development areas, and career goals. These interviews provide a mutual feedback exchange between managers and employees and are a significant opportunity for both individual and organizational development. At Atılım University, evaluation interviews are typically held annually or at specific intervals to address employee achievements, goal achievement, and development needs. They also constitute a strategic tool for increasing motivation, talent management, and career planning.

7.7. Quitting

The University intends to respect employee requests regarding termination by adjusting their working hours or duties during their notice period. Employees in permanent positions are offered the opportunity for a post-employment interview upon their departure. With suggestions received from quitting employees, these interviews may lead to operational improvements. The Directorate of Human Resources is responsible for conducting and storing data on post-employment interviews.

8. Working Conditions and Wages

Atılım University strives to provide the necessary conditions and opportunities for employees to perform their duties properly.

8.1. Wages and Equal Pay

Atılım University aims to provide employees with preferable wages and working conditions to compete in national and international labor markets in recruiting and retaining qualified personnel. Wages are determined with respect to objective and transparent criteria. The wage system ensures consistency in wage determination and fair wage ranges for staff.

Atılım University aims to ensure that all staff receive equal wages and have the same employment conditions for the same or equivalent workload. Atılım University aims to offer a policy on working conditions and compensation focused on continuous improvement to recruit and retain qualified personnel. HR processes are implemented with the motto of “continuous improvement”, and levels and salaries have been established for current employees and new hires.

8.2. Working Hours and Family Responsibilities

Atılım University stands against excessive workload and requires employees to have adequate time for rest. The University takes into account the requests of employees regarding working hours and time commitments, to the extent possible. Attention to detail and punctuality are emphasized. The University strives to provide employees with the necessary conditions to coordinate their professional and family commitments. Atılım Kindergarten/ Atılım Kids Club within the University Campus offers preschool and summer school program opportunities to the children of the members of the University.

8.3 Leave of Absence

When taking leave, employees should keep in mind that Atılım University is an institution of research and advanced education, and many tasks follow a fixed schedule. At Atılım University, employees may take leave within the framework of legally mandated annual paid leave, maternity and paternity leave, and sick leave. In addition to these benefits, employees may also take leave at the initiative of their department managers and, with the approval of senior management, through policies such as birthday leave, flexible leave, or additional leave (such as carrying over to the following year, working from home due to health issues, etc.) to increase employee satisfaction. Leave requests are evaluated fairly and transparently, while ensuring business continuity and the rights of all employees are respected.

8.4. Facilities and Security

The University strives to protect and ensure the physical and psychological health of all personnel and the security of information, materials, and resources within the institution. In this context, the University maintains active physical security practices such as occupational health and safety measures, emergency plans, and CCTV systems. It also aims to provide a safe working environment in digital security (data protection, cybersecurity, etc.). Training and supervision provided to employees in these areas constitute the fundamental building blocks of this process.

8.5. Social Life

Employees should take care of themselves and live healthy lives. Atılım University intends to support and improve employee health and well-being with the facilities and opportunities provided. As a part of the higher education ecosystem, the use of cigarettes, alcohol, and other products is prohibited inside Atılım University buildings. The University intends to strengthen collaboration and partnerships among its employees and support the functioning of various employee associations. To this end, it provides facilities and opportunities to these associations whenever possible.

The University aims to foster strong bonds and collaboration among its employees through the opportunities it provides on campus. Social events, special occasion celebrations, invitations, and sports and arts events are held periodically each year as motivational instruments.